REPORT ON THE RESULTS OF THE CAMPUS DIVERSITY CLIMATE SURVEY

REPORT ON THE RESULTS OF THE CAMPUS DIVERSITY CLIMATE SURVEY Office of Institutional Research in conjunction with the Office of Campus Diversity Survey Series 2006

2 INTRODUCTION This report is the culmination of a year-long effort by the University s Diversity Council, Human Relations Advisory Council (HRAC) and the Office of Institutional Research (OIR). The goals of this survey are two-fold: (1) to fulfill the requirement stated in Priority 6 in the latest Diversity Initiative Plan - A campus climate survey will be conducted in 2004-05 and every two years thereafter to benchmark and assist in assessing progress of the campus relative to the diversity initiative. This will be the responsibility of the Office of Institutional Research in collaboration with the Human Relations Advisory Committee. The 2004-05 implementations were placed in moratorium until the 2005-06 cycle to allow a new Director of Institutional Research to be hired. (2) to inform and provide data to help refine the current Diversity Initiative Plan. SECTION I: LITERATURE REVIEW A college student s pre-college experiences, including whether that student has exposure to or personal relationships with a diverse group of peers, influence how the student perceives an institution s climate for diversity. Other characteristics, such as gender and race, play an important role as well. An in-depth scholarly review of literature by Mayhew et al., (2005) regarding diversity research studies from the student perspective is most germane to the current study. Hurtado et al., (1998) stated student perceptions of their institution and its climate are important for providing a framework for understanding and interpreting institutional events. Jessor (1981) argued that perceptions act like filters that function by attaching meaning to experiences of institutional participants, while at the same time emphasize a concern for the perspectives of the constituents of same institution. Peterson and White (1992) added that perceptions of the climate can be viewed as implicit models that describe the ways in which particular institutions operate. In terms of understanding an institution s climate for diversity, perceptions reflect important elements of how students experience the institution; as Hurtado and others (1998) noted perception is both a product of the environment and a potential determinant of future interactions and outcomes (p. 290). Mayhew et al., (2005) further noted in their extensive student literature review that student perceptions related to issues of diversity on campus vary by gender as reported by Hurtado, Engberg, Ponjuan, and Landreman (2002); Whitt, Edison, Pascarrella, Terenzini, Nora (2001), race Ancis, Sedlacek, and Mohr (2000); Cabera and Nora (1994) Hurtado (1993), Loo and Rolison (1986) Oliver, Rodriguez, and Mickelson (1985), Patterson, Sedlacek, and Perry (1984) ; Villalpando (1994); Whitt et al., (2001) and students pre-college experiences with diversity, Hurtado et al., (2002). For example, in their 1992-1995 study of 3331 students from 18 four-year colleges and universities, Whitt et al. (2001) found that women were more open to diversity than men before beginning college and were also significantly more likely than men to change in the direction of greater openness to diversity during their college years. Similarly, Ancis et al. (2000) found that when compared to White students, students reported significantly more racial ethnic conflict on campus, pressure to conform to stereotypes, and less equitable treatment by faculty, staff, and teaching assistants. Finally, Mayhew et al., (2005) noted that, in terms of pre-college experiences with diversity, Hurtado et al. (2002) found that pre-college experiences with diversity (i.e., racial composition of friends, interaction with people of different racial or ethnic backgrounds, etc.) and gender significantly predicted three demographic outcomes, measured by factors comprised of student perception variables (i.e., ability to see multiple perspectives, the belief that conflict enhances diversity, and the perception of importance of social action engagement). The findings from these studies underscore the importance of understanding how minorities and females may perceive their institution s climate for diversity differently 2

3 than Whites and males. These findings are supported by the assertion that racially and ethnically diverse administrators, students, and faculty tend to view campus differently Hurtado et al. (1998). SECTION II: WHY STUDY DIVERSITY IN RELATION TO CAMPUS CLIMATE? Diversity is a core value of UNCW. There is a body of research documenting the educational value of a diverse campus climate and its role in positively affecting studentlearning outcomes (Gurin, Dey, Hurtado, and Gurin, 2002; Hurtado, 1996, 2001; Gurin, 1999). Indeed, the United States Supreme Court has held that student body diversity is a compelling State interest because of the educational benefits that result. One persuasive reason for the Supreme Court s decision was that empirical evidence exists that demonstrates that these benefits are substantial (Grutter v. Bollinger, 539 U.S. 306, 328-333; 2003; see also Gratz v. Bollinger, 539, 539 U.S. 244; 2003). The literature on the benefits of a diverse campus to its students, faculty and staff has wide depth and breadth in various disciplines. It is not feasible to exhaustively review all of them here; however, some should be noted for their touchstone qualities, which served, by the way, as a basis for the legal holding. The importance, value, and contribution of diversity holds true for faculty and staff as well (Cox, 1993, 2001; Cox and Blake, 1991; Fortune 500 Companies, 2003, General Motors Corporation, 2003). As a result, many institutions have initiated widespread efforts to improve the extent to which both in- and out-of-class activities address issues of diversity on campus (Gurin, 1999). What constitutes a diversity climate? Mayhew et al., (2005) summarized Hurtado et al. s (1998) description of an institution s climate for diversity using four dimensions of campus life that have a substantial impact on issues related to diversity. These include (1) a campus historical legacy of inclusion or exclusion of various racial or ethnic groups, (2) its structural diversity (i.e., the numerical and proportional representation of diverse groups on campus), (3) its psychological climate (i.e., perceptions, attitudes, and beliefs about diversity), and (4) its behavioral climate (i.e., how different racial and ethnic groups interact on campus). The extent to which these four dimensions cause minority students to feel comfortable and welcomed and to have a sense of belonging as members of the campus community is directly related to the degree to which a campus has achieved a positive climate for diversity (Hurtado and Carter, 1997; Loo and Rolison, 1986; Mackay and Kuh, 1994; McClelland and Auster, 1990; Pascarella, Edison, Nora, Hagedorn, and Terenzini, 1996). As Green (1989) notes, Campus climate embraces the culture, habits, decision, practices and policies that make up campus life. It is the sum total of the daily environment, and central to the comfort factor that minority students, faculty, and staff, and administrators feel on campus. Students and other members of the campus community who feel unwelcome or alienated from the mainstream of campus life are unlikely to remain. If they do remain, they are unlikely to be successful (p. 113). Organizational climate, on the other hand, is a term that organizational theorists use to describe the current common patterns of important dimensions of organizational life or its members perceptions of and attitudes towards those dimensions (Peterson and Spencer, 1990, p. 173). The current study is interested in understanding how faculty, staff and students feel about the climate for diversity at UNCW. SECTION III: SURVEY DESIGN AND METHODOLOGY Survey Methodology 3

4 Students: Based on ethnicity, gender and class standing, a stratified random sample was drawn. Participants were invited to participate via e-mail with embedded survey links included. As an incentive, participants could self-select to be entered into a drawing for one ipod Nano. Three reminder e-mails were sent over the course of survey to encourage and facilitate participation. Faculty and Staff: Given the relatively small size of the respective populations, all faculty and staff, with the exception of adjunct faculty, were invited to participate in the survey. Participants were invited to participate via e-mail with embedded survey links included. As an incentive, participants could self-select to be entered into a drawing for one ipod Nano. Three reminder e-mails were sent over the course of survey to facilitate participation. Survey Design Technical: Each survey instrument was web-based and housed on a secure SQL Server environment. Connectivity to the survey was through embedded e-mail links, and response information was stored disconnected from any identifier information to ensure confidentiality. Only Office of Institutional Research personnel had access to unit record responses. Contact information for those self-selecting to be entered into the random drawing was housed separately from responses to further ensure confidentiality and was purged immediately following the drawing and prior to any analyses being conducted. Content: The survey instrument was adopted from a diversity climate survey that was developed at the Higher Education Research Institute (HERI) at the University of California, Los Angeles. HERI s survey was adapted from an instrument previously developed by the University of California, Berkeley. In addition, the survey was augmented with questions specific to UNCW s diversity-related concerns. In order to measure different types of diversity, questions covered content such as ethnicity, gender, disability and sexual orientation (gay, lesbian, bisexual and transgender/glbt). Finally, open-ended questions were included. Content Review: The instruments went through a series of reviews by various committees and constituencies on campus. Initial survey design was developed through the work of the Campus Climate Subcommittee of the HRAC. This subgroup included faculty and staff representation. The HRAC, as a whole, reviewed and approved the draft surveys, which were then reviewed by Executive Cabinet. Comments and revisions, based on these levels of review, were completed. A copy of the instruments is available through the Office of Institutional Research. SECTION IV: ANALYSIS TECHNIQUES Quantitative Analysis The following analysis is presented first by participant group and then categorized by varying intent such as experiences, perceptions, beliefs and preferences. Non-White students were over-sampled with the goal of obtaining enough cases to warrant meaningful comparison analyses by race. When applicable, inferential statistics were performed, and mean comparisons were completed and noted in the summaries. Data were weighted to ensure appropriate mean comparisons and to take into consideration the over-sampling of non-white students. Data were transformed via natural log to normally distribute results for testing. Qualitative Analysis Because this survey was not developed from a rigorous qualitative framework related to the nuances of this type of research and the lack of purposeful sampling used as defined by Patton (2003) and Mertens (1998), qualitative analysis was limited to global themes that surfaced. As a 4

5 follow-up to this work, focus groups will be conducted as a member check to examine credibility issues and refine the global themes which resulted from the open-ended questions. Analysis Caveats If a sufficient number of participants indicated a demographic such as identifying with an ethnic group or having a disability, for example, breakout analyses were performed. For those demographic classifications that did not have sufficient numbers, focus groups planned over the next year will be utilized to collect information about their campus climate experiences and perceptions. SECTION V: STUDENT PARTICIPANTS AND THEIR RESPONSES Undergraduate Respondent Demographics Of the 2131 students invited to participate in the survey, a total of 636 (29.8%) completed the instrument. Of those students, 22% selfselected, 9% selected Asian, 9% selected Hispanic, 3% indicated Native, and 49% selected White. When compared to the population, this sample had a higher proportion of minority students. 67% were female, 94% did not indicate a permanent disability, and 95% were heterosexual. A complete list of demographic questions follows in Appendix A. Furthermore, due to the small sample of graduate students who participated (79), a summary analysis was not performed for this group. However, descriptive statistics about their demographics can be found in Appendix B. Questions were divided into five categories: (1) internal experiences or feelings, (2) external experiences, (3) perceptions, (4) beliefs and (5) preferences. Given the complex nature of these concepts, one can argue different definitions or categories. However, for the purposes of this report, these categories were used to segment responses as a method for facilitating further discussion. They are not meant to be exhaustive. It should be noted that questions could be further segmented by groupings such as Social Experiences at UNCW, Experiences with Faculty at UNCW, among others. Social Experiences at UNCW Students were asked about the frequency with which they experienced different types of social activities at UNCW. A table of results follows this summary. It is worth noting that more than 98% of the respondents indicated they socialized with different racial/ethnic groups. Furthermore, all respondent groups reported that at least 84% felt a part of the campus community. On a different note, however, were the minorities, specifically students, who indicated they were less likely to indicate they had studied abroad and White students who indicated they were less likely to attend cultural events. It is also interesting to note that freshmen, and Asian students were more likely to indicate feeling pressure to socialize with students of similar backgrounds than other students. Finally, while a smaller percentage of students in the Overall category felt isolated, more freshmen and minority students (particularly and Asian students) indicated feeling more isolated than did White students. 5

6 Table 1: Social Experiences at UNCW % Reported Overall Freshmen Seniors Minority Hispanic Asian White At UNCW, have you been a member of a campus group/club At UNCW, have you been a member of a fraternity or sorority At UNCW, have you attended a cultural event % Yes 62.60 67.20 66.00 61.40 62.32 56.36 64.29 63.55 % Yes 13.47 6.00 15.60 12.80 14.49 9.26 16.07 15.81 % Yes 69.83 77.60 69.40 73.00 78.99 69.09 62.50 65.92 Socialized with someone from a different racial/ethnic group Studied with someone from a different racial/ethnic group Felt isolated Felt pressured to socialize only with students with similar backgrounds and ideas Felt a part of the campus community Felt excluded from school activities because of your ethnic background Participated in ethnic or cross-cultural activities or organizations Participated in religious activities or organizations % Occasionally or Frequently % Occasionally or Frequently % Occasionally or Frequently % Occasionally or Frequently % Occasionally or Frequently % Occasionally or Frequently % Occasionally or Frequently % Occasionally or Frequently 98.27 100.00 98.70 98.50 100.00 94.55 98.22 98.07 84.67 89.50 88.70 91.80 93.48 87.27 91.07 77.82 44.20 51.10 44.10 59.80 66.91 50.00 57.14 31.84 22.35 29.30 18.10 32.10 32.85 20.00 41.81 15.11 90.20 91.80 88.10 88.70 90.58 87.27 83.93 92.28 18.76 22.70 26.90 33.60 42.64 23.63 28.57 4.84 47.70 53.70 48.10 60.10 67.89 52.73 48.21 36.57 39.46 48.50 35.10 39.10 44.53 34.55 32.14 40.19 Incorporation of Diversity-Related Content into the Curriculum 6

7 Prior research on campus diversity has shown that one of the most effective places to develop a positive perception about diversity and its benefits is within the classroom through the incorporation of diversity-related content (Adams & Zhou-McGovern, 1990, 1994). As can be seen from the table below, UNCW students do not seem to take courses centered on issues of diversity. The reason behind this phenomenon is unknown. Focus groups conducted in the fall should query students along these lines to determine whether scheduling, interest, publicity, and/or some other reason are the cause. To gain an understanding of the degree to which diversity issues/materials are incorporated within the UNCW curriculum, students were asked to indicate the extent to which they agree diversity material or content was included within their course materials. When asked to evaluate how much they had learned about other racial/ethnic groups, their responses were consistently at least 40% or higher agreement that they had learned a great deal about other racial/ethnic groups and their contributions to society. A table of results follows this summary. Table 2: Incorporation of diversity-related content into the curriculum % Reported Overall Freshmen Seniors Minority Hispanic Asian White At UNCW, have you enrolled in a course studying one or more ethnic minority groups At UNCW, have you taken a course related to women's studies At UNCW, have you taken a course addressing gay/lesbian issues Many courses include minority group perspectives Many courses include feminist perspectives Since coming to UNCW, I have learned a great deal about other racial/ethnic groups and their contributions to society Non-dominant cultures are emphasized in the curriculum The emphasis on Western Civilization and non-dominant cultures is balanced in the curriculum % Yes 27.69 18.70 35.60 36.00 42.03 30.91 25.00 21.29 % Yes 13.79 4.50 22.50 12.80 14.71 10.91 10.71 13.18 % Yes 9.89 4.50 13.80 8.70 8.15 7.27 10.71 9.39 Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat 54.64 52.70 57.60 44.00 39.13 46.30 46.43 63.93 40.42 45.80 38.10 39.10 36.57 39.21 37.50 41.64 45.70 47.00 43.70 48.60 50.00 42.59 44.64 44.19 41.39 43.50 36.80 38.40 35.56 42.00 41.82 45.30 60.96 66.60 56.50 56.30 52.59 54.90 58.49 66.11 7

8 Experiences, Preferences and Perceptions about UNCW Faculty and Administration Before beginning climate diversity planning, it is important to understand experiences and preferences of students. It is through gaining a baseline of concepts that an institution can best identify where educational initiatives need to focus their attention. Furthermore, insight into perceived commitment and effectiveness of the administration also provides context into how well messages are being received. A table of results follows this summary. Overall, student views and preferences were mixed across various categories. For example, minorities seem to indicate minority faculty are more helpful to them, provide more personal attention, and address issues of greater relevance to them when compared to White students. Interesting to note is the difference between how freshmen and seniors view faculty sensitivity to the issues of minorities; in that regard, there seems to be a positive shift. Regardless of category, nine out of 10 students indicated UNCW administrators should be committed to promoting understanding of group differences, and around eight out of 10 indicated they did so. However, for minority students, this commitment was less obvious. Table 3: Experiences, preferences and perceptions Most faculty are sensitive to the issues of minorities There is little trust between minority student groups and campus administrators Campus administrators care little about what happens to students White students receive more support and encouragement from faculty than do minority students I prefer to take classes from faculty of racial/ethnic backgrounds different from my own I get more personal attention from faculty who are racially/ethnically similar to me % Reported Overall Freshmen Seniors Minority Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Hispanic Asian White 85.53 79.80 90.50 80.40 75.18 83.63 85.72 89.93 21.72 22.10 22.00 27.70 35.56 34.61 10.71 16.11 22.93 27.10 27.10 21.90 17.77 30.91 23.21 21.68 22.47 29.10 20.50 38.80 48.51 35.85 21.43 9.42 38.04 39.10 39.00 40.60 41.48 35.85 46.43 36.36 28.69 36.00 25.20 37.90 45.19 37.73 25.00 19.87 8

9 % Reported Overall Freshmen Seniors Minority Hispanic Asian White Faculty who are racially/ethnically similar to me address issues of greater relevance to me On an individual basis, minority faculty tend to be more helpful to me than other faculty On an individual basis, women faculty tend to be more helpful to me than men faculty I have role models within the UNCW faculty I have role models within the UNCW staff Campus administrators SHOULD BE genuinely committed to promoting respect for and understanding of group differences at UNCW Campus administrators ARE genuinely committed to promoting respect and understanding of group differences at UNCW The percentage of minority faculty should reflect the percentage of minority students Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat 34.94 42.70 27.90 46.70 60.30 41.51 25.00 25.33 26.81 34.60 26.90 42.00 56.06 30.77 23.22 13.71 34.93 44.40 35.10 36.10 41.04 34.61 29.63 32.89 73.81 62.00 83.30 71.90 67.67 76.92 72.72 75.08 63.71 60.70 63.70 66.30 68.89 67.30 52.73 62.62 91.02 89.70 91.80 92.70 95.59 90.00 89.29 89.36 82.85 82.00 81.40 76.90 79.41 66.67 80.00 88.04 42.18 46.90 41.40 45.40 50.74 34.62 42.86 39.20 9

10 Perceptions about UNCW Priorities Participants were asked 12 questions related to their perceptions about the priorities at UNCW. A table with the results follows this summary. Overall, more than 87% of students felt that creating a positive undergraduate experience was the highest priority for the University, although there may be a decline in that perception as students migrate from their freshman to senior year. Comparisons across groupings indicate consistent responses regardless of group compared. However, more research is needed to understand the significant difference between how freshmen versus seniors rate the priority of maintaining a campus climate where differences of opinion can be aired openly. Also notable is the consistent pattern across minorities, and in some cases larger than the overall percentage, regarding their perception that UNCW is strongly prioritizing increasing the representation of minorities in the faculty and administration, creating a diverse multicultural environment and developing an appreciation for that type of environment. In short, the students understand what the University is committed to in terms of enhancing diversity. Table 4: Perceptions about UNCW priorities % Reported Overall Freshmen Seniors Minority Hispanic Asian White Maintaining a campus climate where differences of opinion can be aired openly Creating a positive undergraduate experience Increasing the representation of minorities in the faculty and administration Developing among students and faculty an appreciation for a multicultural society Recruiting more minority students Creating a diverse multicultural environment on campus Increasing an understanding of a multicultural society Increasing the representation of women in the faculty and administration Encouraging interdisciplinary work % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority 63.38 70.30 57.30 64.00 60.00 66.03 66.07 63.46 87.50 89.70 83.30 87.70 87.50 80.77 91.07 88.08 49.11 55.50 39.20 55.30 62.50 45.28 42.86 47.51 58.74 64.10 55.10 60.70 61.03 56.60 57.14 57.80 53.67 63.00 45.20 60.00 63.24 53.85 48.22 50.84 58.67 68.20 52.20 62.30 61.48 57.41 62.50 57.00 58.31 70.30 53.50 59.10 61.48 62.75 48.22 57.81 50.49 58.60 48.70 56.10 58.09 62.26 42.86 47.34 56.33 67.00 57.60 57.40 55.88 53.84 57.14 55.15 10

11 Providing an intellectually challenging learning environment Enriching the learning environment through new technologies Developing high quality cocurricular and out-of-class programs % Reported Overall Freshmen Seniors Minority % Strong Priority or Highest Priority % Strong Priority or Highest Priority % Strong Priority or Highest Priority Hispanic Asian White 79.87 78.90 81.60 78.90 77.94 80.77 75.00 80.73 80.91 81.60 82.10 81.20 82.35 79.24 78.19 82.55 65.64 77.40 62.00 63.40 60.29 66.04 62.50 67.45 Benefits to Diversity Students were asked to rate how much they agreed with statements related to the benefits of a diverse campus. These questions were designed to gather a sense as to how students perceptions about the utility of diversity compare to the administration s views. A table of results follows this summary. Overall, regardless of category, students responded in consistent proportions to each question. However, minority students were significantly more likely than White students to agree that a benefit to a more diverse university would be that classroom discussions would be more interesting. Gender differences also were seen. Females were more likely than males to agree or strongly agree to all the benefits listed. Table 5: Benefits to diversity % Reported Overall Freshmen Seniors Minority Hispanic Asian White Benefits of diversity in student body - promotes cross-racial understanding Benefits of diversity in student body - helps break down stereotypes Benefits of diversity in student body - enables students to better understand persons of different races Benefits of diversity in student body - makes classroom discussion more interesting Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat Strongly or Agree Somewhat 91.74 93.00 93.60 90.80 93.43 90.38 85.19 92.11 87.80 90.50 87.30 88.00 92.65 82.69 87.03 88.11 89.77 91.40 89.30 89.70 92.70 88.46 83.63 90.40 85.90 88.30 82.90 90.80 93.43 82.69 90.91 81.58 11

12 % Reported Overall Freshmen Seniors Minority Hispanic Asian White Benefits of diversity in student body - better prepares students for a diverse workforce and society Benefits of diversity in student body - better prepares students to effectively participate in civic life Strongly or Agree Somewhat Strongly or Agree Somewhat 90.28 89.90 92.40 92.70 94.85 90.56 89.09 88.44 89.63 90.70 89.10 92.30 94.89 84.61 94.55 86.79 Possible Factors Affecting the Climate for Diversity at UNCW Students were asked, in their opinion, what difference would each activity make to the campus climate. Results for these questions follow this summary. The two highest-rated factors, in terms of improving campus climate related to diversity, included both educational (bringing more distinguished racial/ethnic minority educators to campus as visiting scholars) and cultural (having more art exhibits or music festivals featuring different racial/ethnic groups). In all cases, minority students were significantly more likely than White students to indicate these activities would improve campus climate. Seniors, on the other hand, were significantly less likely than freshmen to indicate promoting programs would improve climate. Table 6: Possible factors affecting the climate for diversity at UNCW % Reported Overall Freshmen Seniors Minority Hispanic Asian White Male Female Promote more programs that recognize distinctive cultural heritages (e.g., History Month) Provide more awareness/sensitivity workshops for needs of racial/ethnic minorities Provide more awareness/sensitivity workshops for needs of women Improve 53.97 61.40 51.30 69.30 76.12 60.78 66.67 40.33 46.00 58.20 Improve 60.45 64.60 61.30 74.00 81.62 62.26 70.91 48.69 58.10 61.90 Improve 57.61 60.90 59.50 70.70 77.78 62.26 66.67 46.08 54.00 59.70 12

13 Provide more awareness/sensitivity workshops for needs of people with disabilities Provide more awareness/sensitivity workshops for needs of gays and lesbians Provide more awareness/sensitivity workshops for needs of student religious/spiritual values Have more art exhibits or music festivals featuring different racial/ethnic groups Bring more distinguished racial/ethnic minority educators to campus as visiting scholars Encourage faculty to incorporate course work on racial/ethnic minorities Encourage faculty to incorporate course work on women Encourage faculty to incorporate course work on people with disabilities Encourage faculty to incorporate course work on gays and lesbians % Reported Overall Freshmen Seniors Minority Hispanic Asian White Male Female Improve 63.97 67.70 66.50 71.20 79.41 59.62 65.45 56.86 58.50 66.90 Improve 56.34 62.30 56.10 66.80 71.53 58.49 65.45 45.93 54.90 57.20 Improve 56.20 57.80 54.50 62.50 72.26 56.60 46.30 49.84 51.50 58.80 Improve 69.31 69.50 73.20 74.30 77.78 68.52 74.07 63.16 59.70 74.30 Improve 70.45 71.10 72.70 81.90 90.44 67.31 73.58 59.87 67.20 72.20 Improve 68.82 70.80 72.30 81.20 89.78 74.51 76.36 58.69 64.70 70.90 Improve 63.86 66.70 67.50 74.10 83.94 62.75 69.81 54.90 59.30 66.10 Improve 65.48 66.20 69.50 73.60 81.62 64.00 70.37 57.52 60.00 68.20 Improve 59.64 64.60 61.60 69.90 74.63 64.71 71.70 50.17 53.30 62.80 Experiences at UNCW Interpersonal experiences (student to student, student to faculty and student to staff) all contribute to the overall climate of a campus. What the students report as experiences suggests/indicates where the University may want to focus educational resources or capital. A table of 13

14 results follows this summary. Overall, minorities perceived they had had experiences with discrimination or inappropriate conduct based on their ethnicity than did White students. Furthermore, the majority of the inappropriate behavior they experienced was indicated as being student to student. However, there are significant differences between how freshmen rated experiences versus seniors. With the exception of noting being treated rudely by staff and faculty, freshmen indicated being treated in an improper manner significantly more so than seniors indicated. Table 6: Experiences at UNCW % Reported Overall Freshmen Seniors Minority Hispanic Asian White I have been treated rudely by faculty I have been treated rudely by staff I have been treated rudely by administrators I have been treated rudely by students I have been discriminated against because of my race/ethnicity I have been discriminated against because of my gender I have been discriminated against because of my sexual orientation I have been discriminated against because of my physical disability I have been discriminated against because of my religious/spiritual views I have been discriminated against by faculty I have been discriminated against by staff I have been discriminated against by administrators I have been discriminated against by students I have been harassed or threatened because of my race/ethnicity 23.20 21.50 24.40 18.80 21.00 22.60 8.90 26.20 27.30 29.80 28.10 22.00 19.70 26.50 23.60 30.20 15.80 11.40 19.50 14.90 14.00 15.10 16.70 17.40 35.90 41.60 33.10 35.60 36.00 34.60 34.00 34.80 14.40 22.10 11.20 26.00 30.20 25.00 25.00 3.30 9.20 10.70 7.50 9.20 11.00 3.80 8.90 7.90 3.30 3.10 1.30 2.80 1.57 2.00 3.80 3.30 3.40 2.40 2.50 3.60 3.70 2.60 2.80 2.70 9.70 8.40 8.80 7.50 4.60 8.00 15.40 10.00 5.90 6.80 4.40 7.50 10.10 7.50 3.60 4.70 6.30 9.90 3.80 8.70 10.90 9.40 3.60 3.70 4.40 6.10 0.60 6.10 8.00 1.90 7.30 2.80 14.20 20.60 11.40 21.20 23.20 22.60 17.90 7.70 5.30 6.10 3.10 9.10 7.90 11.50 12.50 1.70 14

15 I have been harassed or threatened because of my gender I have been harassed or threatened because of my physical disability I have been harassed or threatened because of my religious/spiritual views I have been harassed or threatened because of my sexual orientation I have heard insensitive/disparaging comments about racial/ethnic minorities by faculty I have heard insensitive/disparaging comments about racial/ethnic minorities by staff I have heard insensitive/disparaging comments about racial/ethnic minorities by administrators I have heard insensitive/disparaging comments about racial/ethnic minorities by students I have heard insensitive/disparaging comments about women by faculty I have heard insensitive/disparaging comments about women staff I have heard insensitive/disparaging comments about women administrators I have heard insensitive/disparaging comments about women students I have heard insensitive/disparaging comments about religious values similar to my own by faculty I have heard insensitive/disparaging comments about religious values similar to my own by staff % Reported Overall Freshmen Seniors Minority Hispanic Asian White 3.50 3.80 2.50 2.70 4.30 2.00 0.00 3.70 1.90 1.60 0.60 0.90 0.00 2.30 2.20 1.50 3.80 3.90 2.60 3.90 2.30 3.90 9.40 2.70 1.30 0.80 0.00 1.20 1.60 2.00 0.00 1.00 8.90 10.70 8.80 13.70 16.00 13.70 8.90 5.00 6.50 10.00 4.40 8.90 11.00 7.70 5.50 4.60 3.90 4.60 3.10 5.80 7.30 1.90 7.40 2.30 35.60 38.40 31.90 38.50 34.30 50.00 42.80 30.90 6.20 6.90 6.30 7.20 6.60 9.40 7.10 4.60 5.00 7.00 4.40 5.70 6.50 7.50 3.60 3.70 2.30 2.30 1.90 2.30 1.50 3.80 3.60 1.70 29.00 28.50 28.50 27.30 26.30 30.70 26.80 28.80 8.50 8.50 8.30 6.80 5.90 9.50 7.30 9.80 4.80 7.10 2.50 4.60 4.40 7.90 3.60 4.80 15

16 % Reported Overall Freshmen Seniors Minority Hispanic Asian White I have heard insensitive/disparaging comments about religious values similar to my own by administrators I have heard insensitive/disparaging comments about religious values similar to my own by students I have heard insensitive/disparaging comments about gays or lesbians by faculty I have heard insensitive/disparaging comments about gays or lesbians by staff I have heard insensitive/disparaging comments about gays or lesbians by administrators I have heard insensitive/disparaging comments about gays or lesbians by students 3.30 4.70 1.90 2.70 1.50 5.70 3.70 3.10 21.00 22.60 18.30 20.80 19.30 26.40 20.00 18.60 6.10 7.00 5.10 7.20 7.30 9.40 5.40 5.00 5.10 6.10 3.10 5.30 5.70 7.80 1.80 4.40 3.30 2.40 2.50 3.40 3.70 5.70 1.90 3.10 44.30 48.50 39.60 46.60 47.10 49.10 46.40 40.90 A complete listing of student responses can be found in Appendix C: Undergraduate Responses by Category. SECTION VI: FACULTY PARTICIPANTS AND THEIR RESPONSES Faculty Respondent Demographics Of the 705 faculty invited to participate, 332 (47.1%) completed the instrument. Demographically, 4.2% self-selected, 2% self-selected Asian, 2% self-selected Hispanic, and 81% selected White. 46% had tenure, and 47% were female. A complete list of demographic questions follows in Appendix D. Questions were divided into five categories: (1) internal experiences or feelings, (2) external experiences, (3) perceptions, (4) beliefs and (5) preferences. Given the complex nature of these concepts, one could argue different definitions or categories for each of the above categories. However, for the purposes of this report, these categories were used to segment responses and as a means for facilitating further discussion. They are not meant to be exhaustive. Questions also could be further segmented by groupings such as Benefits of Diversity, Experiences at UNCW, and Obstacles to Recruitment etc. Analysis Caveats 16

17 Due to the small number of participants self-selecting various demographic indicators, subgroups were excluded from breakout analysis in order to ensure confidentiality and to adhere to standards for parametric statistics. Although minority percentages are reported, they should be read with caution, because the total number of participants did not reach the threshold for parametric statistics. These percentages are reported to guide future discussion and are not an appropriate tool for drawing any meaningful conclusions. Benefits of Diversity Faculty were asked to rate how much they agreed with statements related to the benefits of a diverse campus. A table of results follows this summary. Overall, regardless of category, faculty responded in consistent proportions to each question. However, significant differences were noted in some questions between male and female faculty and between tenured and non-tenured faculty. Diversity in the student body as a benefit for better preparing students for an increasingly diverse workforce and society ranked the highest across all groups. Male faculty indicated Benefits of diversity in student body - promotes mastery of course content and Benefits of diversity in student body - better prepares students as professionals at a significantly lesser rate than female faculty. Overall, 19% agreed that the benefits of diversity in the student body promotes conflict in the classroom. Table 1: Benefits of diversity % Reported Overall Minority White Male Female Tenured On Not On Benefits of diversity in student body - makes classroom discussion more interesting Benefits of diversity in student body - makes it easier to incorporate diversity-related materials into course curricula Benefits of diversity in student body - promotes mastery of course content Benefits of diversity in student body - promotes learning outcomes related to civic engagement Benefits of diversity in student body - promotes learning outcomes related to tolerance for difference Benefits of diversity in student body - promotes conflict in the classroom 91.80 96.40 92.80 86.80 98.60 89.40 92.10 94.90 83.90 85.70 84.90 80.20 89.80 78.80 85.50 89.90 53.10 60.70 53.90 44.40 65.10 46.90 55.40 60.20 80.30 75.00 80.80 75.70 85.70 77.30 77.00 87.80 90.80 88.90 91.20 88.60 95.20 89.30 89.40 94.00 19.00 39.30 16.90 21.80 16.40 18.70 22.70 17.30 17

18 Benefits of diversity in student body - better prepares students for an increasingly diverse workforce and society Benefits of diversity in student body - better prepares students as professionals Benefits of diversity in student body - better prepares students to effectively participate in civic life % Reported Overall Minority White Male Female Tenured On Not On 93.30 92.90 93.50 90.40 98.60 90.70 94.60 96.00 91.40 89.30 92.00 87.40 98.00 88.00 93.30 95.00 90.80 88.90 91.60 88.60 95.30 88.80 86.60 97.00 Obstacles for Recruiting Qualified Diverse Faculty Faculty were asked to rate how much of an obstacle various issues were in recruiting diverse faculty. A table of results follows this summary. Overall, faculty reported that the biggest obstacle was the scarcity of qualified racial/ethnic minorities, although Whites were two times more likely to agree with this statement than minorities. About 21% of faculty agreed that salaries were not competitive for racial/ethnic minorities. White faculty agreed with this statement at a significantly higher rate (about three times more). On a related issue, minorities and females were more likely to perceive that insufficient progress had been made in finding and recruiting racial/ethnic minorities. On the other hand, more than 90% of faculty agreed that there was sufficient interest in and commitment to recruiting racial/ethnic minorities and women. Minority faculty was about two times more likely than White faculty to agree that insufficient progress has been made. Table 2: Obstacles in recruitment % Reported Overall Minority White Male Female Tenured On Not On Scarcity of qualified racial/ethnic minorities Scarcity of qualified women Insufficient interest in finding/recruiting racial/ethnic minorities Insufficient interest in finding/recruiting women % A major obstacle % A major obstacle % A major obstacle % A major obstacle 46.10 21.40 48.90 50.00 40.80 55.90 45.30 32.00 5.50 3.70 5.70 8.40 2.10 7.30 6.80 2.00 9.80 30.80 7.20 8.30 11.90 9.90 9.30 10.40 3.10 14.30 1.90 3.00 3.50 2.60 1.30 5.20 18

19 Insufficient progress in finding/recruiting racial/ethnic minorities Insufficient progress in finding/recruiting women Salaries are not nationally competitive for racial/ethnic minorities Salaries are not nationally competitive for women % Reported Overall Minority White Male Female Tenured On % A major obstacle % A major obstacle % A major obstacle % A major obstacle Not On 39.80 53.60 37.60 35.30 44.70 46.70 35.10 32.60 29.10 50.00 26.20 23.00 36.90 29.50 28.00 29.00 21.40 7.70 22.50 16.70 26.80 26.70 20.00 14.90 4.40 7.40 4.30 4.90 4.30 4.10 4.10 5.30 Diversity-Related Activities As noted in previous research within the undergraduate section, incorporation of diversity-related content into the curricula can positively impact campus climate. Faculty members were asked about their incorporation of materials and activities related to diversity into their curricula. A table of results is included at the end of this summary. More than half of the faculty surveyed indicated they have incorporated content, specifically designed to promote sensitivity towards diversity issues, into their courses. About 65% of faculty reported that they incorporated course content to promote sensitivity toward diversity issues. Women and minorities reported doing this at a higher rate than males or Whites. In addition, more than 80% of faculty agreed that their department emphasized the importance of diversity and was receptive to their integrating racial/ethnic/gender issues into courses. Table 3: Diversity-related activities % Reported Overall Minority White Male Female Tenured On Not On Past year, have you taught a course specifically designed to promote sensitivity toward diversity issues? Past year, have you incorporated content into your courses designed to promote sensitivity toward diversity issues? My department emphasizes the importance of diversity in our field % Yes 15.00 11.10 15.40 11.00 18.80 17.80 15.90 10.50 % Yes 64.40 46.40 65.60 50.90 78.10 63.90 58.70 69.40 84.00 75.00 83.40 82.10 85.10 84.80 81.60 84.00 19

20 % Reported Overall Minority White Male Female Tenured On Not On My department is receptive to integrating racial/ethnic/gender issues into courses Non-dominant cultures are emphasized in the curriculum The emphasis on Western Civilization and non-dominant cultures is balanced in the curriculum 81.50 70.30 83.50 77.10 88.20 77.20 81.40 87.80 51.70 40.70 54.20 50.90 52.20 53.40 42.50 57.60 58.80 32.00 62.30 64.10 53.70 64.30 50.00 55.80 Experiences and Perceptions about My Department For faculty, the department is, in many cases, the springboard for implementing initiatives and activities that impact campus climate. From curricular changes to attitudes that may be present, the department, as a whole, can become an important ally towards achieving a positive climate for diversity. Faculty members were asked a series of questions about their experiences within and perceptions about their department. A table of results follows this summary. Nine of 10 faculty overall felt their department leaders were committed to promoting respect for and understanding of group differences. Female faculty, however, responded at a significantly lower rate than male faculty; on-track faculty responded at a significantly lower rate than tenured faculty. More than 3 out of 4 faculty members indicated there was a need for more diversity in their department, and nine out of 10 indicated their department planned to make an effort to find qualified minority candidates. Nevertheless, almost half of the male faculty surveyed indicated they believed affirmative action leads to the hiring of less qualified faculty and staff. Table 4: Experiences and perceptions about my department My department emphasizes the importance of diversity in our field There is a need for more diversity in my department My department actively recruits faculty from underrepresented groups % Reported Overall Minority White Male Female Tenured On Not On 84.00 75.00 83.40 82.10 85.10 84.80 81.60 84.00 76.10 89.30 75.10 68.50 85.90 71.70 88.10 73.00 81.80 73.10 83.10 81.80 80.50 82.80 81.60 80.20 20

21 Leaders in my department SHOULD BE genuinely committed to promoting respect for and understanding of group differences at UNCW. Leaders in my department ARE genuinely committed to promoting respect for and understanding of group differences at UNCW In search for new faculty the last 5 years, my department has made honest effort to find qualified racial/ethnic minorities In search for new faculty the last 5 years, my department has made honest effort to find qualified women For future faculty searches, my department plans to make effort to find qualified racial/ethnic minorities For future faculty searches, my department plans to make effort to find qualified women Affirmative action leads to the hiring of less qualified faculty and staff The percentage of minority faculty should reflect the percentage of minority students at UNCW % Reported Overall Minority White Male Female Tenured On Not On 93.90 96.30 93.50 90.40 98.00 92.70 94.60 95.00 90.30 85.20 90.10 91.60 88.40 92.00 86.80 89.90 88.10 76.90 90.20 90.70 84.50 89.30 89.30 85.00 92.20 85.20 92.90 93.80 89.30 95.30 86.50 91.40 91.60 78.20 93.60 92.30 90.00 91.20 88.00 95.40 89.10 72.00 91.20 88.60 89.20 89.10 83.70 93.20 39.80 33.30 39.50 48.20 29.60 41.50 39.20 37.90 43.20 55.50 43.40 37.70 50.40 36.20 51.30 45.10 Possible Factors Affecting the Climate for Diversity at UNCW Faculty members were asked, in their opinion, what difference various activities would make to the campus climate. Results for these questions follow this summary. Having campus events that bring together members of different racial/ethnic groups ranked highest in terms of improving campus climate; bringing in diverse visiting scholars ranking second. A third-ranked effort faculty identified as promoting diversity was art exhibits and music festivals featuring racial/ethnic minority groups. 21

22 Table 5: Factors affecting diversity climate at UNCW % Reported Overall Minority White Male Female Tenured On Not On Promote more programs that recognize distinctive cultural heritages (e.g., History Month) % Improve 60.90 78.60 59.50 57.40 65.10 58.30 68.40 58.60 Provide more awareness/sensitivity workshops for needs of racial/ethnic minorities Provide more awareness/sensitivity workshops for needs of women Provide more awareness/sensitivity workshops for needs of people with disabilities Provide more awareness/sensitivity workshops for needs of gays and lesbians Have more campus events that bring together members of different racial/ethnic groups % Improve 65.10 78.60 64.60 58.50 73.10 58.80 69.70 70.10 % Improve 58.80 67.90 57.80 51.20 67.10 55.80 58.70 62.10 % Improve 69.00 81.50 67.30 62.60 76.60 66.20 68.40 73.20 % Improve 59.10 74.10 58.80 54.30 66.00 53.70 66.70 60.40 % Improve 84.20 80.00 86.90 82.10 90.10 82.00 90.80 82.10 Hire more top administrative posts from racial/ethnic minorities % Improve 59.00 82.10 57.80 53.40 67.40 54.70 68.90 57.70 Hire more top administrative posts from women % Improve 49.50 75.00 49.00 40.20 63.90 45.30 58.70 48.50 Have more art exhibits or music festivals featuring different racial/ethnic groups % Improve 70.80 81.50 69.90 64.20 80.40 68.00 79.50 69.10 Bring more distinguished racial/ethnic minority educators to campus as visiting scholars Encourage faculty to incorporate course work on racial/ethnic minorities Encourage faculty to incorporate course work on women Encourage faculty to incorporate course work on people with disabilities Encourage faculty to incorporate course work on gays and lesbians % Improve 78.50 92.30 79.50 71.50 87.40 75.70 82.70 78.90 % Improve 67.20 85.70 66.80 57.40 79.70 58.60 73.30 75.30 % Improve 62.80 82.10 62.50 53.40 76.10 57.50 66.70 67.70 % Improve 69.50 85.70 68.50 59.90 82.30 63.70 75.70 73.70 % Improve 62.10 85.70 61.60 54.60 73.90 54.10 70.70 67.40 22

23 Experiences at UNCW Interpersonal experiences including students with students, students with faculty, and students with staff all play a critical part in the overall milieu of a campus. What the faculty members report as having experienced suggests/indicates where the University may want to focus educational resources or capital. Faculty members were asked about their experiences over the last 4 years. It is important to note that these questions differ from the student questions in that students were asked specifically about the last academic year. A table of the faculty results follows this summary. Overall, faculty indicated the majority of inappropriate statements or comments are related to ethnicity or gender. In addition, students seem to be the source of these statements or comments, significantly more so (36.4%) than other faculty, staff or administrators. Discrimination was reported most against gender (17.4%). Discrimination was reported most often from faculty (18.9%) and students (14.2%). Tenured faculty were more likely than non-tenured and tenure track faculty to report discrimination from other faculty. Disparaging comments about racial/ethnic groups were most frequently heard from students (27%) and faculty (13%). Disparaging comments about women were also most frequently heard from students (21.6%) and faculty (17%). Disparaging comments about gays and lesbians were most frequently heard from students (30.5%). Table 6: Experiences at UNCW % Reported Overall Minority White Male Female Tenured On Not On Have been treated rudely by UNCW faculty Have been treated rudely by UNCW staff Have been treated rudely by UNCW administrators Have been treated rudely by UNCW students Have been discriminated against because of my race/ethnicity Have been discriminated against because of my gender Have been discriminated against because of my religious/spiritual views Have been discriminated against because of my physical disability Have been discriminated against because of my sexual orientation Have been discriminated against by faculty 25.90 17.90 27.20 23.70 29.60 27.20 29.20 22.50 16.70 14.30 16.40 13.50 20.00 14.60 22.20 16.30 17.20 10.70 17.20 17.20 15.50 18.70 15.30 16.90 36.40 39.30 33.00 33.60 37.90 37.10 45.80 29.60 9.40 32.20 3.30 9.00 9.60 10.80 17.40 2.10 17.40 14.30 17.40 7.10 28.80 21.60 16.70 12.20 10.00 12.50 7.40 8.60 10.30 14.10 6.00 7.30 1.60 0.00 2.00 1.00 2.80 2.40 0.00 1.70 2.80 0.00 2.90 3.10 2.90 4.50 1.80 1.20 18.90 21.40 16.60 15.50 22.40 24.00 15.00 14.40 23